Developing individuals, teams and organisation

This report discusses the professional skills required by HR professionals with their analysis, which help develop a PDP. It also explains the difference between individual and organizational learning and training and development. The report further evaluates the need for continuous learning and professional development to drive sustainable business performance. The significance of implementing continuous professional development is analysed with the application of learning cycle theories.

Developing individuals,
teams and organisation

Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
TASK 1............................................................................................................................................3
P1 Briefly discuss some of the professional skills, knowledge and behaviours which make an
individual qualified as a HR professional....................................................................................3
P2 Prepare a skills audit for identifying knowledge, skills and behaviours and develop a PDP
for a given job role.......................................................................................................................5
M1 Analyse a detailed skills audit with PDP which demonstrates the evidence of personal
reflection and evaluation..............................................................................................................6
P3 Differentiate between organizational and individual learning & training and development..6
P4 Determine the need for learning and professional development continuously in order to
drive sustainable business performance.......................................................................................8
M2 With the application of learning cycle theories, analyse the significance of implementing
continuous Professional Development.........................................................................................9
D1 Produce a PDP which appropriately sets out learning goals and training in relation to the
learning cycle...............................................................................................................................9
P5 Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organisational situation.............................................10
M3 Evaluate the advantages of the application of HPW in relation to a specific organisational
situation along with some justifications.....................................................................................11
P6 Critically analyse the different approaches to performance management and illustrate some
of the specified examples...........................................................................................................11
M4 Critically evaluate the different approaches how effective they can be to support high
performance culture and commitment.......................................................................................12
D2 Provide knowledge and information on how HPW and mechanisms used to support HPW
lead to improved employee engagement, commitment and competitive advantage.................13
CONCLUSION .............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
Individuals or employees are the most valuable asset ever possessed by the company. It is
the duty of the organization to look after the well being of the individuals working there. For this
job, the company makes a separate HR department and hire professionals who will recruit the
new, fresh and qualified talents for the company, trains them and takes care of them (Widmann
and Mulder, 2018). Tesco is the largest company in terms of grocery stores. The company was
raised by John Cohen in 1919 which came to be a huge success. This report discusses about the
professional skills required by HR with their analysis which help develop a PDP. Further, the
difference between individual and organizational learning as well as training has also been
provided. In addition to it, the contribution of HPW to employee engagement with evaluation of
approaches to performance management are also analysed.
MAIN BODY
TASK 1
P1 Briefly discuss some of the professional skills, knowledge and behaviours which make an
individual qualified as a HR professional.
HR plays a crucial role in an organization. There is a major contribution of HR in the
growth and success of the entity. Recruitment of right, qualified and talented employees is the
duty of these professionals. Not only this, training of the recruited employees is also their duty.
Hence the selection of HR professional is a quite a difficult decision and must be taken quite
wisely (Rezvani, Barrett and Khosravi, 2018). There are some skills that HR professional should
possess to make their work effective. HR professionals needs to interact with people and hence
needs to possess various skills to deal with several kind of individuals. The requirements laid
down by Tesco for the recruitment of its HR professional are narrated below:
Skills

 Communication skills – The most important skill that any HR should possess are the
communication skills as the very first task of the HR is to communicate effectively with
the individuals and identify if they are suitable for the job. Effective communication
helps HR professionals of Tesco for convincing individuals for the job and also leaves a
representative impression of the company on the mind of the individuals
 Team management skills – Team management skills are required by the HR as they need
to train the various individual for various jobs. They have to train them how to work in a
team for the group projects (Fang, Nguyen and Armstrong, 2022). Thus, these skills
enable them to teach or train the recruited individuals to them understand how they have
to coordinate with each other in order to complete the assigned task. Further, there are
certain tasks which are to be performed by HR professionals in groups, these skills help
there too. Tesco's HR professionals use these skill to achieve the company's goals by
completing the projects in a systematic manner.
 Decision making skills – There are times when HR need to take immediate decisions.
Thus, it is an important skill and must be possessed by the HR professional. These skills
help HR to take correct decisions at the appropriate time so that the company do not face
any problem. Tesco's HR take immediate decisions about the recruitment and selection of
the individuals as employees which saves the time of the company.
Hence, there is great need of several skills some of which are mentioned above.
Communication skill is must and a good HR should possess this skill. Other than these skills,
Tesco's HR should possess some of the technological skills and problem solving skills.
Knowledge
 HRM knowledge and expertise – The HR of the company should be quite
knowledgeable. The expertise and professionalism is very important to be an HR in any
successful company. HR plays an important role in company's growth and success.
Hence, for performing better, a company need expert and knowledgeable HR so that they
can pass the best knowledge to the recruited employees through training.
 Recruitment and selection – Recruitment and selection of employees is a great
responsibility which is to be fulfilled by the HR (Holbeche, 2018). they hire the best
talents for the company so that they can contribute towards company's success. The HR
should be unbiased and select the qualified ones only.

An individual with proper knowledge in the field of HR, after ensuring the same by the
professionals, is hired by the company Tesco. This process should be applied by every
organization for their success and growth.
Behaviour
 Trustworthiness & Transparency – Tesco's employees are happy and satisfied with the
HR professionals of the company as they can trust them as well as their transparent
behaviour. Being transparent means expressing ones opinion honestly.
 Solution Oriented – Tesco's HR are capable enough to solve the problems, if any faced
by the employees. It is their duty to do so and help the employees find solutions to their
respective problems.
P2 Prepare a skills audit for identifying knowledge, skills and behaviours and develop a PDP for
a given job role
Skills audit can be defined as the ways which are used to assess the skills that are
required by the employees.
Skills and and Competences Score to Self Score by Others
Communication skills 7 8
Team management skills 6 9
Decision making skills 8 6
From the above audit, it can be analysed that the decision making skills require special
attention and are needed to be work on.
Professional Development Plan (PDP): Professional Development Plan, often known as PDP is a
plan formulated by organizations in order to help employees develop certain skills so that they
can use them and contribute in company's success.
Skills Importance Actions Taken Time
Communication skills Effective
communication help
employees develop
good relations with
By getting engaged
more in face to face
communication with a
single person rather
2 months

others. than in a group or over
a phone call.
Team management
skills
These are helpful in
completing the big
projects where groups
or teamwork is
required.
By helping the
colleagues, juniors and
peers in their team
projects.
3 months
Decision making skills These skills are very
important especially in
case of urgency.
By taking more and
more decisions quickly
in the day to day life.
1 month
This plan is very crucial in enhancing and developing the skills of the HR of the
company, Tesco. This serves as a guideline for the company.
M1 Analyse a detailed skills audit with PDP which demonstrates the evidence of personal
reflection and evaluation
Skills audit help in evaluating the effectiveness of an individual by analysing the
strengths and weaknesses of the same. The PDP enabled me to develop certain skills and to
enhance the ones I already possess. I never thought these skills would be of great importance for
the career. I have evaluated that my skills have become better with the application of the PDP
and I will use these skills for the betterment of my career and future.
P3 Differentiate between organizational and individual learning & training and development.
Organization is a group of qualified and talented people who work together to achieve the
combined goal. While individual refers to a single human who is independent enough to choose
what to do and what not to do (Mohanty and Mohanty, 2018). An individual learns differently
while being in an organization or working individually. The difference between organizational
learning and individual learning is explained below in the form of a table:
Basis Organisational learning Individual learning
Meaning When a group of people
known as employees learn
It is the learning of the
individual on its own. No other

together in an organization
from the experts or
professionals (Stone, Cox and
Gavin, 2020). This learning is
known as training which make
them more productive for the
job. Such learning is known as
organizational learning.
individual is involved in this,
self participation by the
individual is taken for their
personal interest. This learning
is done by individuals to
enhance their performance for
their better future.
Purpose The aim of such learning is to
develop and enhance the skills
of the recruited employees,
make them familiar with the
workplace, its environment
and other employees (Ling
And Et. Al., 2018). Further, it
aims to make employees learn
how to tackle and respond to
difficult situations in an urgent
manner.
The purpose of such learning
is to increase the knowledge
and skills of the individual.
These are essential in order to
achieve the goals aspired by
them.
Benefit It is beneficial for the entity
overall as it helps in increasing
the productivity of employees
which helps in enhancing the
overall performance of the
company. Better results, better
revenue, higher goodwill,
increased market share, etc.,
are some of the benefits the
entity can enjoy.
It is beneficial for the
individual for developing their
skills which will help them
overall in building their career
for a bright future and give
their family a happy and
healthy life.

Difference between training and development is analysed below:
Basis Training Development
Meaning Training can be defined as an
action of giving education or
teaching employees a specific
skill or a type of behaviour.
It is a long term process. It is
important for an organization's
managers to develop certain
skills and carry out tasks
effectively
Focus Training is mainly focused for
educating employees some
skills.
On the other hand,
organization focuses on the
development of higher
authorities such as mangers,
leaders, supervisors, etc.
Scope of Learning As the training period is only
for a short duration, the scope
of learning is quite limited and
narrow.
While the development period
is quite long and helps in
achieving long term goals.
Hence, the scope of learning is
also quite vast and wide.
Orientation Training is professional level
oriented.
Development is achieving long
term goals oriented.
P4 Determine the need for learning and professional development continuously in order to drive
sustainable business performance.
Continuous learning can be defined as the ongoing enlargement or expansion of
knowledge or skills. Continuous learning is very important for an individual to develop new
skills and enhance the ones they already possess. It is important for an individual's personal
development, increases their productivity, make them able to compete with others, work for or
work with others and so on (Eva And Et. Al., 2021). Along with this, learning is important in our
day to day lifestyle also. Some individuals take training sessions other than their jobs to enhance
their performance. It is an example of continuous learning. They just want to learn and grab more
and more knowledge in order to become knowledgeable. Tesco's HR professionals and the

organization has several policies for their employees for improving their performance and skills.
These policies make them learn which help them enhance their creativity and make appealing
innovations for their customers. The requirement of continuous learning in relation to Tesco has
been explained below:
 Generate new ideas and perspectives – In today's world, innovation is important for
attracting customers. For enhancing the creativity of its employees, the organization,
Tesco, provides a regular and continuous learning to them. Continuous learning ensures
that they are having the practice for their creativity as regular practice is the only way to
it.
 Gain a competitive edge – Regular or continuous learning help in gaining a competitive
edge over the competitors (Ratten, 2018). As explained above, learning helps in attracting
customers. Also learning enhances productivity of the employees by increasing their
knowledge which boost their confidence and make them more skilled. All this, help
Tesco and its employees gain a competitive edge over its competitors and stand strong in
the market.
M2 With the application of learning cycle theories, analyse the significance of implementing
continuous Professional Development.
Kolb's learning cycle has four stages where an individual learn from their own
experiences. These stages in relation to Tesco's HR manager are discussed below:
 Concrete learning – Employee work with a fresh and relatively new idea.
 Reflective Learning – Employee analyses the new idea and reflects its own learning.
 Abstract Conceptualisation – Employees analyse their performance with the help of new
strategies.
 Active Experimentation – It is now time to apply new strategies in the market to check
their success.
Hence, from the above cycle it has been analysed that different employees have different
ways of learning (Passmore, 2018). Thus, Tesco should initiate and help them for learning so that
they can execute tasks effectively.

D1 Produce a PDP which appropriately sets out learning goals and training in relation to the
learning cycle.
A Professional Development Plan is a plan or a set of skills which defines their
importance and actions taken for their development (Matthews And Et. Al., 2018). This plan
helps in enhancing the specified skills which are helpful in achieving the aspired goals and
objectives. These skills can be developed by regular practice and learning. According to the
Kolb's theory, everyone needs proper planning for their personal and professional development.
P5 Demonstrate understanding of how HPW contributes to employee engagement and
competitive advantage within a specific organisational situation.
HPW means High Performance Working which helps in improving organization's
performance overall by increasing their sales, profits, etc. As discussed above, HR is an
important aspect of an organization which plays a crucial role in the recruitment and training of
employees within an organization (Haddon, 2018). They are also responsible to make the
employees engage and evaluate high performance goals. HPW help engage Tesco's employees
by boosting their morale, report higher job satisfaction, provides opportunities for innovations,
etc. Further, it also help them improve their productivity, efficiency and communication which
enhances their proactive behaviours of employees. Such an active employee engagement and
improved performance of the company help the entity to gain competitive edge over its
competitors. Some of the characteristics of HPW are narrated below:
Leadership promoting engagement – Transformational style of leadership make
employees feel involved and valued (Oberländer, Beinicke and Bipp, 2020). Leaders of Tesco let
their subordinates help in the process of decision making thereby promoting engagement of
employees in an organization.
Resolving conflicts – Managing conflicts is an art which is to be mastered by the leaders
of all organizations for the smooth operations of their working (Crane and Hartwell, 2019). This
helps the organization, Tesco to engage its employees by letting them try out to resolve the
conflicts on their own.
Healthy communication – Clear and open communication is another essential
characteristic of high performance working. Open communication enables employees understand
that their actions matters a lot (Love And Et. Al., 2018). Further, this makes employees more
engaged by resolving their doubts and make the entity touch the skies.

High performance working criteria engage employees and could create a competitive
advantage in Tesco with the help of several practices. Some of which are discussed below:
Skills development – HPW helps employees in enhancing as well as developing their
skills. Tesco's HR department provides training as per the policies of the organization to its
employees for their personal and professional development. This helps to improve their
productivity and enhance the results given by them. HPW boosts morale and confidence of
employees as it fills their pool of brain with the water of knowledge. Hence the retention of this
knowledge is also important.
Disclosure of significant information – To make employees engaged in an organization,
first it is the duty of the higher authorities to make them feel valued and part of the organization.
They can do so by disclosing the important information with them so that the employees feel that
they too are a part of the organization's operations and strategies it further may plan
(Aramburuzabala, McIlrath and Opazo, 2019). These information should be significant enough
and can be about the financial position of the entity, investments to be made, strategies adopted,
significant decisions, specified missions and objectives and so on. Tesco discloses important
information to their trusted employees in order to make them engage in the organization.
M3 Evaluate the advantages of the application of HPW in relation to a specific organisational
situation along with some justifications.
High-performance working often known as HPW is used for employees in order to keep
them motivated and engaged in the organization (van Assen, 2020). There are various benefits
derived from the application of HPW to the organization, Tesco are analysed below:
 Opportunity for innovations – HPW opens the doors for opportunities for the employees
by increasing the chances of bringing innovations in the organization. Tesco's employees
work to give their best to initiate creativity in the organization.
 Sales and profitability – The application of HPW is also beneficial in enhancing the sales
of the company which ultimately increases the profitability. When the employees of
Tesco are satisfied with their job and remain motivated, this helps the organization to
maintain its potential sales at a global level.

P6 Critically analyse the different approaches to performance management and illustrate some of
the specified examples.
Performance management can be defined as keeping the watch on the actions or activities
of employees and analyse their working or performance in the organization. It is very important
to regularly analyse the performance of the employees as this will help in measuring the
effectiveness of their performance (Murphy, 2020). Effective performance of employees is quite
essential for the growth and success of the business. Tesco on a regular basis, evaluate the
performance of its employees for smooth progress of the entity. The key points on which the
approach used by the authorities of Tesco is based are discussed below:
 Establishment of goals – It is one of the important performance management approach
where the authorities make employees clarify already established goals and make them
aware of such objectives. Leaders of Tesco make their subordinates' vision clear so that
they can achieve the desired goal by improving their performance automatically as clear
vision helps a lot.
 Develop a plan – The next approach to performance management is to develop a plan.
Plans are necessary to achieve goals both in the short term as well as in the long term.
Without proper planning it is not possible for the company or any employee to fulfil the
targeted goal. Tesco help its employees develop plans to achieve the goals set by them in
their short term for achieving their long term objectives.
 Take an action – It is necessary for the employees to implement the strategies or plans
set up by them for the achievement of the goals. Tesco helps and motivates its
employees by providing means, resources, good working environment and all other
necessary facilities so that the employees can effectively work together to achieve the
desired objectives and make the organization a success.
 Assess the performance – The next approach is to assess the performance of the
employees. Tesco's managers assesses the performance of their subordinates in order to
check their efficiency and effectiveness. Feedback of higher authorities enable
employees to know where they need to work on. Assessment of performance also helps
in helping out the leaders with the decisions of promotion and incrementation also.
 Provide rewards – The approach to performance management of providing rewards is
very effective and efficient as it boosts the morale of the employees. Tesco rewards and

recognizes its employees for their hard work and appreciable efforts made for the
organization to make them feel valued.
M4 Critically evaluate the different approaches how effective they can be to support high
performance culture and commitment.
There are several approaches to performance management and the prior-most is the
established goals. Tesco's managers make their employees vision clear about the goals they
already have set up for the organization so that they can achieve the same. Then comes the
development of plan, taking of action, assessment of performance and providing rewards
respectively. All these approaches help in enhancing the performance of employees which can be
seen in the results of the organization Tesco.
D2 Provide knowledge and information on how HPW and mechanisms used to support HPW
lead to improved employee engagement, commitment and competitive advantage.
HPW is a broad concept which makes the performance of the employees better by
keeping them motivated. Employees feel satisfied with their job and gets engage in the activities
of the organization which helps to improve the overall performance of the employees. Further
HPW helps in enhancing the sales and profitability of the organization and help in making
innovation in the organization and the products whi9ch the consumers may find appealing and
attractive.

CONCLUSION
From the above report, it has been concluded that individuals and employees need several
skills to make themselves and their organization successful. These skills enhance their
performance and help in achieving the goals set by them. The HPW helps in employee
engagement while the performance management approaches are also important for the
organization for the same. Kolb's learning cycle showed that various individuals have different
learning styles. Continuous learning is important for individuals for their development both
personal and professional. HR is very important and an inseparable part of an organization which
plays a crucial role in making an entity successful.

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